“EEO is the Law” Poster Supplement
Private Employers, State and Local Governments, Educational Institutions,
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Employment Agencies and Labor Organizations revisions
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The Disability section is revised as follows:
DISABILITY
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from
discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification,
referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the
known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee,
barring undue hardship.
The following section is added:
GENETICS
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination
based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure
of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family
members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt
of genetic services by applicants, employees, or their family members.
The EEOC contact information is revised as follows:
The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY
number for individuals with hearing impairments). EEOC field office information is available at www.eeoc.gov or in most
telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including
information about charge filing, is available at www.eeoc.gov.
Employers Holding Federal Contracts or Subcontracts section revisions
The Individuals with Disabilities section is revised as follows:
INDIVIDUALS WITH DISABILITIES
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis
of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of
employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental
limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.
Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified
individuals with disabilities at all levels of employment, including the executive level.
The Vietnam Era, Special Disabled Veterans section is revised as follows:
DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANS
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and
requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three
years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign
or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who,
while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).
The following section is added:
RETALIATION
Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or
otherwise opposes discrimination under these Federal laws.
The OFCCP contact information is revised as follows:
The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, N.W.,
Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by e-mail at
OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under U.S.
Government, Department of Labor.
Mandatory Supplement to EEOC 9/02 and OFCCP 8/08 “EEO is the Law” Posters